Pricing
From role intake to final decision, keep the evidence connected.
Build role scorecards, review AI-assisted screening, run structured interviews and live assessment or development centers, and record the human decision with its rationale.
AI supports the work. People make the decisions.
One connected workflow
01
Intake
Create the role and receive applications with their source attached.
02
Scorecard
Publish the criteria before screening begins.
03
Screen
Review AI-assisted scores and the evidence behind them.
04
Interview
Run a structured interview workflow.
05
Evaluate
Move selected people into a live assessment or development center.
06
Decide
Record the human decision and release the relevant results.
Built for two operating models
Internal HR and talent teams
Keep the candidate record moving from application to screening, interview, structured evaluation and final disposition. Record who decided what, when and why.
Assessment and recruiting consultancies
Run client projects, assessor teams, live centers, calibration and report delivery without reshaping your methodology around the software.
Annual platform plans
Choose the operating scope, not a seat count.
These are public annual price anchors for scoped deployments. Exact feature access, volume and billing terms are confirmed in the order form before you buy.
Core
For a focused internal team or specialist consultancy.
Around 60 evaluated people per year
- —Focused deployment
- —One operating team
- —Standard rollout scope
Professional
RecommendedFor recurring hiring, development or client delivery.
Around 180 evaluated people per year
- —Recurring operating model
- —Multi-client or multi-team scope
- —Branding and integration scope agreed in the order
Scale
For multi-team programs and higher process volume.
Around 400 evaluated people per year
- —Higher-volume program
- —Complex cohort workflows
- —Feed, API and integration scope agreed in the order
Enterprise
From
For contracted volume, deployment and service requirements.
Volume agreed for your operating model
- —Contracted rollout scope
- —Deployment requirements documented
- —Service terms by agreement
The value metric
Pay when you choose to evaluate a person—not when an application arrives.
One person counts once in one recruiting or development process when substantive evaluation begins. Moving that person from screening to interview and then into a center in the same process does not turn one person into three.
For commercial scoping
- 01Application receipt and storage do not count.
- 02Screening, interview or center work starts the evaluation.
- 03Re-reading evidence or regenerating a report does not create another person.
- 04A separate later process is a new evaluation context.
Implemented workflow capabilities
These capabilities exist in the product. Their exact availability, rollout and integration scope are documented in the order form; the website does not create an automatic feature entitlement.
| Capability | Current product status |
|---|---|
| Role postings and application intake | Available to scope |
| Published scorecards | Available to scope |
| AI-assisted screening with evidence | Available to scope |
| Structured interview workflow | Available to scope |
| Assessment and development centers | Available to scope |
| Observations, ratings and calibration | Available to scope |
| Human decision and rationale | Available to scope |
| Screening and participant reports | Available to scope |
| White-label report delivery | Available to scope |
| Career feeds and jobs API | Available to scope |
| Personio application intake | Partial — application sync; documents may need manual upload |
Video interview workflows remain approval-based and are confirmed separately for each rollout.
Decision boundaries
Human decisions stay human.
Competencio can propose scorecard content, organize screening evidence and draft report material. A person reviews the evidence, changes the candidate's status and records the rationale.
Connected does not mean collapsed.
Recruiting scorecards anchor screening and interview work. Center exercises use the center's competency framework. The candidate record and released results stay connected without turning distinct methods into one opaque score.
Common questions
What is an evaluated person?
An evaluated person is one person in one recruiting or development process once substantive evaluation begins. Screening, interview and assessment-center stages in the same process count as one person for commercial scoping, not three.
Do received applications count?
No. Receiving, storing and reviewing an application before substantive evaluation does not count toward the reference volume.
Does AI make hiring decisions?
No. AI assists with proposals, evidence organization and draft material. People advance, reject, hire, hold or pass candidates and record their rationale.
Does one scorecard automatically govern every stage?
Not automatically. Recruiting scorecards anchor screening and interview work. Center exercises use the center's competency framework. Competencio connects the candidate record and released results without forcing distinct methods into one opaque score.
Are video interviews included?
Video interviews are available only for approved accounts and configured workflows while provider, recording and privacy controls are being rolled out. Ask us to confirm availability for your process.
How is the final package agreed?
The public plans are annual price and scope anchors. Before signing, we document the expected volume, rollout, integrations and any additional-volume rate in the order form.
Can internal HR teams and consultancies both use Competencio?
Yes. Internal teams can run client-free hiring and development processes. Consultancies can organize client work, assessor teams, live centers, calibration and report delivery.
Start with one real workflow.
Bring the role, scorecard, expected evaluation volume and current process. We will map the rollout and confirm the commercial scope before any contract.
Discuss your rollout